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Higher Education Sector Conference

UCU Congress 2019: Sunday 26 May 2019, 09:00-18:00

Motions have been allocated to a section of the NEC's report to Congress (UCU957). Paragraph headings refer to paragraphs within this report. CBC has added some new paragraph headings to facilitate the ordering of motions.

HE pay and equality, paragraphs 2.1-2.4

HE1 HE pay - Higher education committee

HE sector conference notes the report and approves the recommendations of the national negotiators contained in UCUBANHE/56.

LOST

HE2 Multi-year pay settlement - Lancaster University

Conference notes that

the recent industrial action ballot on pay and equality did not reach the 50% required threshold

the iniquitous trade union laws are stacked against industrial action

the annual cycle of pay negotiations is ineffective, as annual bargaining and any arising dispute and ballot for industrial action are a drain on the union's resources

even if we win a decent settlement one year, employers will try to claw this back in the following years.

Conference believes that members would be more engaged with industrial action if the negotiations were on a multi-year basis rather than the prospect of annual strikes.

Conference therefore calls upon HEC to seek to move to multi-year settlements with UCEA to address the problem, with a suggested timeframe of a 2-3 years negotiation cycle.

REMITTED

HE2A.1 University of Birmingham

Add new sentence at the end of paragraph beginning 'Conference believes that members...':

Branches would also benefit from disaggregated ballot result data pertaining to their institution. Therefore all ballot result data in the future should allow for local branches to examine the local turnout and outcome from any overall data.

CARRIED

HE3 Future pay claims - The University of Manchester

HESC notes:

that fair and equitable pay levels are essential for the healthy future of higher education

the difficulty in getting successful ballots in one-year pay claims under current anti-trade union legislation

the difficulties in timing ballots and actions under the current New JNCHES bargaining arrangements

that the most significant improvement in our pay in recent years came from a multi-year pay deal.

HESC therefore resolves that UCU should engage with its members in HE to consult over:

fair and equitable pay structures and levels

the details of a multi-year pay claim that would deliver this outcome

include consideration of the bargaining arrangements in this consultation, and

use the results of the consultation in formulating the next pay claim.

LOST

HE3A.1 University of Birmingham

To add after point d:

Furthermore, HESC resolves that UCU should:

ensure that any such ballots on future pay settlements conducted in 2019/20 are conducted on a disaggregated basis

ensure that any such ballots include specific national demands on pay-related issues of equality, casualisation, and workload

give full guidance on how to bring a local claim within the context of a disaggregated ballot, including legal advice on including pay-related issues within the nationally agreed framework.

Taken in parts:First part of first line (delete in one year pay claims): carriedPoint 3 'delete all': carriedAdd at end of point currently numbered 4, add, 'but the final uplift was accidental': carriedPoint b, delete 'the details of a multi-year pay'; replace with 'a': carriedPoint c, delete all: carriedRemainder of amendment: carried

HE4 HE pay and equality campaign 2019-20 - University of Brighton, Grand Parade

Conference notes:

the HE employers' 'final' pay offer for 2019-20 of 1.8% which does not meet current inflation let alone provide a catch-up element

the employers' refusal to engage meaningfully to reduce the gender pay gap and levels of casualisation.

Conference believes that:

this offer falls far short of the joint union claim and the UCU's goals

that members have shown a strong willingness to fight over pay and equality even where ballots have failed to reach the 50% threshold

that a persistent failure to defend levels of HE pay undermines the viability of the UCU.

Conference resolves to initiate a concerted campaign to win industrial action ballots for a fight over pay to commence in the autumn.

CARRIED

Pensions - USS (paragraphs 3.1 - 3.5)

HE5 USS - Higher education committee

HE sector conference notes the report and approves the recommendations of the superannuation working group contained in UCUBANHE/57.

Recommendations of the SWG taken in parts:3: lost4. lost5. lostSubstantive motion CARRIED

HE6 USS employee contributions - Higher education committee

Conference notes USS letters to members in March 2019 notifying them of increases in employee contributions up to 11.4%, with 8.8% from April 1 and a possible 10.4% from October 1.

Conference resolves to:

call on UUK to pick up any additional employee contributions from 1 October 2019 and not pass them on

enter into dispute and prepare for an industrial action ballot if the employers do not agree.

Point numbered 2, after 'prepare for an industrial action ballot', add 'in 2019'

CARRIED

Substantive motion

Conference notes USS letters to members in March 2019 notifying them of increases in employee contributions up to 11.4%, with 8.8% from April 1 and a possible 10.4% from October 1.

Conference resolves to:

call on UUK to pick up any additional employee contributions (including contingent contributions) from 1 October 2019 and not pass them on

enter into dispute and prepare for an industrial action ballot in 2019 if the employers do not agree.

HE7 Composite: USS pensions - Imperial College London, University College London

Conference notes:

the transformative impact of the USS strike on UCU

the failure of USS to implement the JEP's first report leading to proposals for increasing contributions and threats of worsening of benefit

additional USS contributions are already leading to some researchers being offered shorter contracts.

Conference believes the refusal to adopt JEP recommendations is underpinned by a governance failure within USS trustee body.

Conference resolves:

to reaffirm UCU's position calling for the resignation of Bill Galvin USS CEO

to call for the transfer of powers to determine the valuation methodology to be moved to the JNC.

Taken in parts:b: lostSubstantive motion as amended: CARRIED

HE7A.1 Compositing amendment - University College London

Conference resolves, end of point a, add 'and call for the resignation of all independent trustees'

After point b, add:

to call a higher education sector conference on USS in the autumn term 2019 to review the position and consider all actions available to UCU to defend USS

to call for a national Day of Action on USS.

Taken in parts:c: carriedd:carriedMotion: CARRIED AS AMENDED

HE7A.2 University College London

'Conference notes', point 3: delete all after 'contributions'. Replace with "have already led to some research contracts being substantially reduced in length from the time period originally costed, offered, and accepted - from 5 years to 4 in one case - damaging research projects, and passing employer costs onto staff."'

Conference resolves', add new point c:

to call on employers to protect research projects and staff by picking up additional pension costs.

CARRIED

Substantive motion

Conference notes:

the transformative impact of the USS strike on UCU

the failure of USS to implement the JEP's first report leading to proposals for increasing contributions and threats of worsening of benefit

additional USS contributions have already led to some research contracts being substantially reduced in length from the time period originally costed, offered, and accepted - from 5 years to 4 in one case - damaging research projects, and passing employer costs onto staff.

Conference believes the refusal to adopt JEP recommendations is underpinned by a governance failure within USS trustee body.

Conference resolves:

to reaffirm UCU's position calling for the resignation of Bill Galvin USS CEO and call for the resignation of all independent trustees

to call a higher education sector conference on USS in the autumn term 2019 to review the position and consider all actions available to UCU to defend USS

to call for a national Day of Action on USS

to call on employers to protect research projects and staff by picking up additional pension costs.

HE8 Composite: USS dispute - University of Reading, University of Edinburgh, Lancaster University

HESC notes that:

USS has calculated that full implementation of the JEP proposals to the 2018 valuation would lead to a £0.6 billion technical provisions surplus and require a contribution rate of only 25.5%. This vindicates the UCU position of 'no detriment'

Nevertheless USS are continuing to insist that the JEP proposals be implemented only in part and that contributions be raised to a minimum of 29.7% for the coming valuation period

The USS dispute has not been resolved.

HESC resolves:

to call on USS to implement in full, in the 2018 valuation, the 6 JEP proposals for the 2017 valuation

not to accept any increase in member contributions, including 'trigger contributions', for this valuation and that any threat of these should be countered with a ballot for industrial action in line with existing policy

to call on all employers to publish their response to the USS technical provisions document.

CARRIED

HE9 UCU must remain open to a legal challenge against USS - University of Sheffield

The handling by USS of their recent actuarial valuations has been subject to intense scrutiny. Concerns over USS's decision-making, governance and associated processes have been raised by many members and branches, and also by UCU's actuarial advisers and the Joint Expert Panel.

The Academics for Pensions Justice group, set up in the wake of the USS dispute, crowd-funded over £50,000 from nearly 2,000 individual donations to obtain specialist legal advice about potential mismanagement by the board of trustees of USS.

Conference believes that UCU must remain open to supporting a legal challenge over the actions of USS, and instructs those with relevant decision-making powers (including but not limited to the superannuation working group, national dispute committee, higher education committee, national executive committee and the general secretary) to give serious consideration to taking further legal steps in defence of members' pensions.

CARRIED AS AMENDED

HE9A.1 University of Leeds

Add at end: Conference agrees:

UCU must do work with aligned groups in pursuit of defending our pensions wherever possible

to draw up a full report on legal options open to UCU, via meaningful consultation with Academics for Pension Justice (and associated legal advisors), NDC and SWG

this report will make recommendations which will inform HEC's consideration regarding next steps in pursuit of any possible legal challenges over the actions of USS.

CARRIED

Substantive motion

The handling by USS of their recent actuarial valuations has been subject to intense scrutiny. Concerns over USS's decision-making, governance and associated processes have been raised by many members and branches, and also by UCU's actuarial advisers and the Joint Expert Panel.

The Academics for Pensions Justice group, set up in the wake of the USS dispute, crowd-funded over £50,000 from nearly 2,000 individual donations to obtain specialist legal advice about potential mismanagement by the board of trustees of USS.

Conference believes that UCU must remain open to supporting a legal challenge over the actions of USS, and instructs those with relevant decision-making powers (including but not limited to the superannuation working group, national dispute committee, higher education committee, national executive committee and the general secretary) to give serious consideration to taking further legal steps in defence of members' pensions.

Conference agrees:

UCU must do work with aligned groups in pursuit of defending our pensions wherever possible

to draw up a full report on legal options open to UCU, via meaningful consultation with Academics for Pension Justice (and associated legal advisors), NDC and SWG

this report will make recommendations which will inform HEC's consideration regarding next steps in pursuit of any possible legal challenges over the actions of USS.

L5 No confidence in the USS board of trustees - University of Exeter, Newcastle University

Conference notes that on 7th May 2019 the USS board of trustees definitively and unilaterally rejected the report of the Joint Expert Panel (JEP), by offering three contributions options none of which accepted the full set of JEP recommendations.

Conference resolves that it has no confidence in the corporate trustee of USS and its board.

Conference instructs the general secretary to withdraw the UCU nominated trustees.

If UUK refuse to confirm by 1st June 2019 that they will not impose any contribution increases in October 2019, HESC instructs the Higher Education Committee to initiate an immediate campaign for industrial action, highlighting USS's destructive role, with a ballot commencing 1st September 2019 which will give UCU negotiators the necessary leverage to save the USS defined benefit pension with no detriment to members.

CARRIED

Sustantive motion

Conference notes that on 7th May 2019 the USS board of trustees definitively and unilaterally rejected the report of the Joint Expert Panel (JEP), by offering three contributions options none of which accepted the full set of JEP recommendations.

Conference resolves that it has no confidence in the corporate trustee of USS and its board.

Conference invites UUK to also withdraw their nominated trustees.

If UUK refuse to confirm by 1st June 2019 that they will not impose any contribution increases in October 2019, HESC instructs the Higher Education Committee to initiate an immediate campaign for industrial action, highlighting USS's destructive role, with a ballot commencing 1st September 2019 which will give UCU negotiators the necessary leverage to save the USS defined benefit pension with no detriment to members.

HE10 Defending the 'no detriment' position in our USS dispute - University of Liverpool

HESC notes:

The multiple failings of the USS 2017 and 2018 valuation documents

USS has calculated the full implementation of the JEP proposals in the 2018 valuation leads to a £0.6 billion technical provisions surplus, requiring a contribution rate of 25.5% which vindicates 'no detriment'

USS is imposing large 'cost sharing' increases in contributions, to 8.8% in April 2019, 10.4% in October 2019 and 11.4% in April 2020, whose rationale has been extensively debunked

HESC believes these increases are unnecessary and violate UCU's position of 'No Detriment'.

HESC calls on UUK to join UCU in resisting any contributions increases and to refuse to implement the October 2019 and April 2020 increases.

HESC resolves to immediately begin campaigning for an industrial action ballot commencing October 2019, should UUK refuse to confirm by 1 July 2019 that they will not impose contribution increases on members from October.

Last paragraph: withdrawnMotion: CARRIED

Substantive motion

HESC notes:

The multiple failings of the USS 2017 and 2018 valuation documents

USS has calculated the full implementation of the JEP proposals in the 2018 valuation leads to a £0.6 billion technical provisions surplus, requiring a contribution rate of 25.5% which vindicates 'no detriment'

USS is imposing large 'cost sharing' increases in contributions, to 8.8% in April 2019, 10.4% in October 2019 and 11.4% in April 2020, whose rationale has been extensively debunked

HESC believes these increases are unnecessary and violate UCU's position of 'No Detriment'.

HESC calls on UUK to join UCU in resisting any contributions increases and to refuse to implement the October 2019 and April 2020 increases.

L6 UCU directors of USS - Higher education committee

Conference notes:

that UCU-appointed director Prof. Jane Hutton has recused herself from the Trustee Board after pressure following her whistleblowing with regard to the 2017 valuation

Prof. Hutton has been a consistent critic of the valuation methodology and forced USS to adjust their mortality assumptions.

Conference believes:

UCU Directors should be free to represent members' interests without interference by the USS executive and offers Prof. Hutton our strong support

UCU has no confidence in the valuation methodology or the USS executive.

Conference resolves:

to seek legal advice on behalf of its three USS directors regarding the implications of their removing themselves from the Trustee Board until Prof. Hutton's concerns are satisfactorily addressed

to re-state our call for the resignation of Bill Galvin CEO of USS and issue a press release stating this

to demand a public enquiry into the undermining of USS DB scheme.

CARRIED

L8 Emergency motion: Trinity College exit from USS

HESC condemns:

the irresponsible decision by the Council of Trinity College Cambridge on 24 May to initiate withdrawal from USS and instead establish a new section in a private Trinity College Scheme.

HESC believes:

this puts Trinity's narrow interest in protecting its own assets ahead of the principle of mutuality in USS and the interests of higher education in the UK

HESC resolves:

to publicise Cambridge UCU's call to not undertake further discretionary work for Trinity such as student supervisions if Trinity leaves USS

to encourage all UCU members to refuse to accept speaking engagements and other voluntary roles at or with Trinity College

to call on UCU to invoke the national censure and academic boycott procedure unless and until Trinity reverses its decision to leave USS.

Pensions - Teachers' Pension Scheme (paragraphs 3.6-3.8)

under Treasury proposals, employer contributions to public sector pension schemes, including the TPS, are planned to rise substantially in 2019

post-92 universities will receive no additional funding from the UK government to cover the increase in staff costs due to this increase.

Conference believes that any increase in employer pension contributions must not come at the expense of staff jobs, pay awards or benefits. In addition to the effect on staff, such reductions in costs damage the student experience.

Conference resolves:

to work with other trades unions to campaign for a re-evaluation of the increase in public sector employer pension contributions

to campaign for a phased introduction of increased employer contributions to ease the pressure on finances of public sector organizations, such as universities

to work with universities to explore ways in which any such increase in costs can be mitigated without cutting courses, jobs or benefits.

HE sector conference notes that employer contributions to the TPS are to increase by 5-7% from September with no transitional relief, requiring universities to pay enormous additional amounts of money into the TPS.

HE sector conference is deeply concerned that, in response, universities may create Ltd internal companies to TUPE academic staff into, therefore removing the need to pay TPS contributions and forcing members onto new contracts and into inferior defined-contribution schemes.

HE sector conference therefore resolves to instruct the HEC to:

analyse the data obtained on the intentions of university managements and ascertain if employers are planning to force academic staff onto new contracts of employment and into inferior pension schemes

support such branches with strike action

develop a high-profile national campaign against the increased TPS charges and the lack of transitional relief for universities.

work of UCU activists who have campaigned over the years to make anti-casualisation a central aspect of UCU's work and recognise the progress achieved in our understanding of this issue, as a concern for all members

casualised members who supported the USS strike

negotiating gains, which have transferred casualised staff to more secure contracts.

Such agreements can be used to establish the norm for employment as full-time or fractional permanent contracts and restrict the creation of casualised employment.

Employers may, despite anti-casualisation agreements, seek to create new forms of precarious work or new layers of casualised staff.

Conference asks:

HEC to discuss and explore the feasibility and usefulness of collective agreements which determine the staffing structure of universities and exacerbate workload pressures arising from under-staffing

hold a special HEC meeting and a national meeting for reps on all contract types, to promote action on this issue.

CARRIED

HE14 Actions against short contracts - Anti-casualisation committee

Conference notes:

short contracts spread casualisation, undermine the union, and increase precarity in longer-term contracts

pension implications of short-term contracts are under-recognised, leading to significant financial loss by casualised workers

if employment, otherwise qualifying for a Universities Superannuation Scheme (USS) or Teacher's Pension Scheme (TPS) pension, lasts for less than two years of unbroken work, the employee must leave the scheme and the scheme retains the employer's contribution

senior staff have a duty of care and solidarity to inform casualised staff and to resist creating casualised contracts.

these materials state practical actions that senior staff can take to resist creating short contracts

use national bargaining machinery to demand a minimum contract length of 24 months for all staff

UCU progress talks with funders to support a 24-month minimum contract.

Taken in parts:Point d: carriedCARRIED AS AMENDED

HE14A.1 (EP) Academic related, professional staff committee

Add new point 5 in 'Conference notes' - '5. the benefits to the employer of retaining institutional knowledge and skills, and to the individual of providing career development opportunities, through continuity of employment.'

Add at the end of 'Conference demands' point b - 'and provide career progression opportunities to academic related professional staff.'

CARRIED

Substantive motion

Conference notes:

short contracts spread casualisation, undermine the union, and increase precarity in longer-term contracts

pension implications of short-term contracts are under-recognised, leading to significant financial loss by casualised workers

if employment, otherwise qualifying for a Universities Superannuation Scheme (USS) or Teacher's Pension Scheme (TPS) pension, lasts for less than two years of unbroken work, the employee must leave the scheme and the scheme retains the employer's contribution

senior staff have a duty of care and solidarity to inform casualised staff and to resist creating casualised contracts

the benefits to the employer of retaining institutional knowledge and skills, and to the individual of providing career development opportunities, through continuity of employment.

these materials state practical actions that senior staff can take to resist creating short contracts and provide career progression opportunities to academic related professional staff

use national bargaining machinery to demand a minimum contract length of 24 months for all staff

UCU progress talks with funders to support a 24-month minimum contract.

HE15 Minimum contract lengths for teaching and research - University of Birmingham

HESC notes:

contracts of less than 12 months for both teaching and research staff are routinely used by HE employers, with mixed success combating this locally

such contracts aid the spread of precarity across the HE sector, undermining union organising

contracts of this type are normalised across the HE sector to an extent that demands a national response.

HESC resolves:

that the union demand an end to contracts of less than 12 months for all teaching and research staff, to be replaced by a basic minimum contract length of 12 months, with this outcome pursued via national bargaining machinery

that the union concurrently enter in talks with UKRI/other research funders (e.g. Leverhulme Trust and Wellcome Trust), to compel those bodies to support 12 month minimum contracts for research staff.

CARRIED

HE16 Post-contract support for academics on precarious contracts - Senate House University of London

Congress notes:

UCU reported that 54% of UK academic staff are on insecure contracts, which is 'the early careers norm'. A structural issue in HE is affecting the lives and careers of thousands of researchers and academics.

research shows that precarity damages careers and mental health. Periods without employment, an institutional affiliation or a research home can lead to academics being 'pushed out of, or deterred from, an academic career'.

academics in precarity need immediate support.

Congress resolves to negotiate with universities to provide a standardised, low-resource, mutually-beneficial, post-contract support package for academics on precarious contracts and graduating PhD students, including a minimum of one year of:

a non-stipendiary research affiliation

an institutional email address

permission to deposit outputs in the institutional repository

access to online resources, CPD opportunities, shared workspaces, and support for developing funding bids on the same terms as currently employed academics.

CARRIED AS AMENDED

HE16A.1 Anti-casualisation committee

In 'Congress notes', insert a new number 3 and renumber accordingly:

the predominantly BAME and female precarious outsourced, non-academic workers' call for a boycott of the University of London, to pressure it to end its discriminatory practice of outsourcing

Insert a new paragraph before 'Congress resolves':

Congress believes the fight for casualised staff in HE is directly connected to - and empowered by - the struggle of female outsourced workers for equality and justice at our universities.

Add an extra point (e) at the very end:

to call a boycott of events at the University of London's central administration until workers are brought in-house.

CARRIED

Substantive motion

Congress notes:

UCU reported that 54% of UK academic staff are on insecure contracts, which is 'the early careers norm'. A structural issue in HE is affecting the lives and careers of thousands of researchers and academics

research shows that precarity damages careers and mental health. Periods without employment, an institutional affiliation or a research home can lead to academics being 'pushed out of, or deterred from, an academic career'

the predominantly BAME and female precarious outsourced, non-academic workers' call for a boycott of the University of London, to pressure it to end its discriminatory practice of outsourcing

academics in precarity need immediate support.

Congress believes the fight for casualised staff in HE is directly connected to - and empowered by - the struggle of female outsourced workers for equality and justice at our universities.

Congress resolves to negotiate with universities to provide a standardised, low-resource, mutually-beneficial, post-contract support package for academics on precarious contracts and graduating PhD students, including a minimum of one year of:

a non-stipendiary research affiliation

an institutional email address

permission to deposit outputs in the institutional repository

access to online resources, CPD opportunities, shared workspaces, and support for developing funding bids on the same terms as currently employed academics

to call a boycott of events at the University of London's central administration until workers are brought in-house.

Gender pay and other equality issues (paragraphs 5.1-5.3, re-titled)

HE17 Addressing the gender pay gap - Women members standing committee

HE conference notes that equal pay and closing the gender pay gap remain outstanding matters for our members. Conference also has concerns about the race pay gap and disability pay gap.

Expediency is needed to urgently address this matter and in furtherance of this fundamental aim we agree that:

regional officers provide support to branches and negotiate and agree facility time for national and branch activists to allow this to be taken forward nationally and locally

International women's day in universities from 2020 be designated #GenderPayEqualityNowDay.

CARRIED

HE18 Action on the race pay gap in universities - West Midlands regional HE committee

HE sector conference notes:

figures from the BBC showing a 26% race pay gap at Russell group institutions

UCU research showing that 90% of Black staff in colleges and universities face barriers to promotion; 72% experience bullying and harassment, and 78% feel excluded from decision-making

the under-representation of Black staff within the professoriate and other senior roles, which is even worse for Black women

the success of UCU campaigns on the gender pay gap.

HE sector conference believes the race pay gap in universities is completely unacceptable and must be tackled with the same commitment and resources as the gender pay gap.

HE sector conference resolves:

to incorporate action on the race pay gap into future national HE pay claims

to demand employers immediately publish data on their race pay gaps

to develop campaign resources to support local collective bargaining by branches to tackle the race pay gap.

CARRIED

HE19 Eradicating workplace racism - Black members standing committee

A recent Centre for Social Investigation report suggests that racial discrimination in the labour market remains at levels similar to the 1960s.

The scandal of racism in universities has returned to public attention, with increasing public awareness of ethnic attainment gaps for students, under-representation of black staff, ethnic pay gaps and harassment on campuses.

Universities must serve the community to institute transparency and fairness in institutional practices.

Conference reiterates the urgent need to:

work with NUS to address the attainment gap for minority ethnic students

achieve equal pay for all, including eradicating the ethnic pay gap

removing barriers to training, progression and promotion for black staff

challenge the disproportionate use of precarious contracts when employing black staff.

Conference agrees to:

publish a report highlighting the attainment gap, pay disparities, barriers to training and progression, discrimination through precarity and harassment

campaign against the ethnic pay gap, including through national pay campaigns.

CARRIED

HE20 Not disposable: Standing up for LGBT+ staff and studies - LGBT+ members standing committee

In a neo-liberal marketplace bolstered by a doctrine of austerity, there is a risk that the interests of marginal LGBT+ communities can be regarded as expendable. Doctrines of prioritisation threaten already marginalised research and teachers, and have implications for LGBT+ HE workers and for LGBT+ studies.

The TUC found in 2017 that 39 per cent of LGBT+ workers have been harassed or discriminated against by a colleague. Restructuring often has a negative impact on the well-being of employees. In the workplace, bullying often increases in the face of reorganisation and redundancies, disproportionately affecting LGBT+ people.

Conference calls on UCU and branches to:

closely monitor the effects of HE restructuring on LGBT+ workers and on LGBT+ studies

insist on management producing meaningful evidence about the equality impact of restructures, including on LGBT+ people, in all restructures.

Conference has observed the alarming increase of far-right, racist activity on campus including incidents at Exeter, Nottingham and Lancaster. It is also noteworthy that university management has been slow to act in challenging such behaviours. This equivocation normalises the paradigmatic shift being pursued by the Alt-Right characterised by anti-migrant sentiment and pro-free-market ideals.

Conference notes the deliberate conflation of hate-speech and free-speech which has serious implications for the wellbeing of black students and staff who feel trapped by the rhetoric surrounding the 'hostile environment' policy and the 'prevent' initiative leaving many workers fearful of speaking out.

Conference resolves to:

work with local activists to challenge the growth of far-right activity on campus

establish clear guidelines for members on free speech on campus

compile a list of far-right groups and activities to arm members/branches in their campaigning work.

Conference notes reports that LGBT+ people often fail to report hate crimes. LGBT Youth Scotland (2017) found that reporting from LGB and Trans students in HE decreased from about 70% in 2012 to about 40%. Across the UK approximately 80% of LGBT+ people who experienced hate crime left it unreported (YouGov 2017).

Conference recognises that discrimination often leads LGBT+ people to suffer in silence. Conference believes this is unacceptable.

HEIs should enable LGBT+ voices to be heard rather than tolerate silence. Conference believes that for sexual orientation and gender identity policies to be effective there must be commitment to implementation.

undertaking a survey of LGBT+ members including questions measuring confidence

organising and facilitating LGBT+ awareness raising actions within HE institutions.

CARRIED

HE23 Sexual harassment - University of Brighton Falmer

Conference notes that

the Equality Act 2010 defines sexual harassment as 'unwanted conduct of a sexual nature which has the purpose or effect of violating someone's dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for them'

the 2017 NEC commitment to prioritize branch implementation of UCU's sexual harassment model policy; encourage reps to attend sexual harassment training; work with NUS, 1752 and UUK to agree procedures for students and staff involved in sexual harassment cases

the lack of publicity given to UCU's work on sexual harassment

Conference requests that

Congress mandate the NEC to audit progress on their 2017 statement

circulate a detailed report on that progress to all branches

consult on a strategic plan to involve every HEI in England and the devolved regions in the creation of a support system for staff and students involved in cases of sexual harassment.

HE24 (EP) Challenging workloads: a national health and safety issue - Bournemouth University

Conference notes ever increasing, unmanageable workloads impacting on members' health and safety. It calls on the HEC to evaluate the UCU health and safety workload campaign and update members on the progress of that campaign.

Conference notes that the deaths of Dr Malcolm Anderson (Cardiff University) and Professor Stefan Grimm (Imperial College) have been disregarded in the context of increasing workloads caused by redundancies, financial mismanagement and governance irregularities.

Conference resolves that UCU:

identify the most egregious and exploitative employers

seek legal opinion on the risk to university staff health, safety, and lifework balance with a view to taking collective action against particularly egregious employers

continues to work to ensure balanced workloads.

CARRIED

HE25 Workload models - London Metropolitan University

Conference notes the post-92 sector of higher education needs transparent, consistent and equitable academic workload models taking proper account of administrative, research and other non FST duties. Examples of best and worst practice vary widely between institutions, with some (such as London Metropolitan) using only non-consultative teaching minimums as a model without carrying out due diligence in ensuring balanced workloads that goes against staff contracts. Without knowledge of a recognised agreed workload conversation across the sector individual disputes on workload will lack due process, and union negotiations.

Conference resolves to:

conduct a sector-wide survey of workload models, identifying which institutions use them and which do not, identifying examples of best practice for purposes of comparison, and in order to exert pressure on management to follow best practice.

provide guidance to branches on how to pressure the employer to adopt a reasonable workload allocation model.

Taken in parts:Bullet 2: carriedCARRIED

HE26 Workloads - East Midlands regional HE committee

HE sector conference calls upon the HEC to conduct research into, and prepare a report on, workload planning and its operation/implementation in the HE sector.

CARRIED AS AMENDED

HE26A.1 Academic related, professional staff committee

Add to the end of the motion - 'covering both academic and academic related professional staff.'

CARRIED

Substantive motion

HE sector conference calls upon the HEC to conduct research into, and prepare a report on, workload planning and its operation/implementation in the HE sector covering both academic and academic related professional staff.

HE27 (EP) Job losses/workload/work-related stress - UCU Scotland

Conference notes the cuts in higher education institutions. As well as supporting branches opposing job losses, conference recognises that when employers announce cuts and jobs are lost the workload does not diminish for the remaining staff who are simply required to do more. Increasing workload from job losses, combined with rising student expectation driven by the commodification of HE, and a 24-hour work culture driven by technology, mean that incidences of work-related stress and an accompanying impact on mental health are all too common for university staff.

Conference notes the findings of UCU's most recent survey of members showing that that members work the equivalent of two days for free each week. Conference recognises the unacceptability of this situation and calls on UCU to lobby for government action to direct higher education institutions to address the issue of workload and work related stress.

CARRIED AS AMENDED

HE27A.1 Anti-casualisation committee

Insert after second sentence, before 'Increasing workload':

Conference also recognises that as a result of cuts and redundancy programmes in HE, work that is left behind often strategically becomes more casualised. This is detrimental to the sector. Both the casualised and the permanent staff work significant unpaid hours resulting in damage to health. The campaign recognises that both staff groups are put at risk and seeks to campaign for secure jobs and a fair allocation of work for everyone.

CARRIED

Substantive motion

Conference notes the cuts in higher education institutions. As well as supporting branches opposing job losses, conference recognises that when employers announce cuts and jobs are lost the workload does not diminish for the remaining staff who are simply required to do more.

Conference also recognises that as a result of cuts and redundancy programmes in HE, work that is left behind often strategically becomes more casualised. This is detrimental to the sector. Both the casualised and the permanent staff work significant unpaid hours resulting in damage to health. The campaign recognises that both staff groups are put at risk and seeks to campaign for secure jobs and a fair allocation of work for everyone.

Increasing workload from job losses, combined with rising student expectation driven by the commodification of HE, and a 24-hour work culture driven by technology, mean that incidences of work-related stress and an accompanying impact on mental health are all too common for university staff.

Conference notes the findings of UCU's most recent survey of members showing that that members work the equivalent of two days for free each week. Conference recognises the unacceptability of this situation and calls on UCU to lobby for government action to direct higher education institutions to address the issue of workload and work related stress.

the refusal or long delays in implementing, reasonable adjustments including timetabling issues for disabled workers

carers in higher education cut hours or leave their job due to the stress of juggling work and care commitments

the success of the first day of action on disabled members in higher education.

Conference believes the workload campaign must recognise these extra pressures and develop suitable actions and resources to support disabled workers. This is not only a matter of the stress and pressure of extra work, but also of remaining in work and preventing poverty.

Conference resolves to:

develop resources and activities of the workload campaign to address the specific needs of disabled workers/carers

support the DMSC to organise an annual day of action in higher education

continue the reasonable adjustments campaign.

CARRIED

HE29 Disproportionate representation in disciplinary and other actions - University of Northampton

HESC notes that:

some HEIs use disciplinary action and extensions or failure of probation where the alleged poor performance is about tone, attitude or approach rather than misconduct

there is often a disproportionate over-representation in the same where the respondent has a protected characteristic

the use of discretion and the drawing of inferences can lead to discrimination.

HESC believes that:

the use of disciplinary and similar procedures to manage performance where misconduct is not an issue is inappropriate

the inappropriate use of disciplinary and similar procedures has the effect that employees with protected characteristics may be discriminated against.

HESC resolves:

to challenge HEIs where there are patterns in the data that demonstrate inequalities of outcome

to challenge the use of performance management where the outcome is discriminatory

to actively support branches, including through funding legal action, where there is evidence of inequality of outcomes as against the protected characteristics.

CARRIED

HE30 Lecture capture (LC) - University of Liverpool

Conference notes:

UCU's position that the recording of lectures should be covered by a negotiated agreement between UCU and the employer and that participation in filmed or recorded lectures/teaching should always be voluntary

staff choosing not to use LC should not be required to engage in a formal opt out process

LC never be used in performance management, disciplinary action or to replace teaching during industrial action

LC not be used where teaching takes place in countries where freedom of speech is not guaranteed

UCU immediately seeks legal advice on the points in this motion.

CARRIED

HE31 Questionnaires to elicit student feedback on teaching - University of Lincoln

HE sector conference notes that universities elicit student feedback on teaching through questionnaires. This is in spite of clear evidence that this feedback is unrelated to teaching quality and that the feedback discriminates against women and minorities. What is worse is that at some institutions the results of these questionnaires are also used by management in decisions affecting staffing and promotions.

Branches and associations are trying to address these issues locally but it might be useful to bring these struggles together in a national campaign.

HE sector conference therefore calls on the HEC

to collate information at a national level about the use of module evaluations, and

to explore how such a campaign might best be constructed based on this evidence, and

to bring proposals for such a campaign to the next meeting of HE sector conference.

HE32 (EP) Academic freedom to discuss sex and gender - University College London

HESC notes:

UCU's commitment to equality and academic freedom

that UCU members have much to contribute to public debate over definitions of 'sex', 'gender' and 'gender identity'

harassment has been directed at academics and activists.

HESC believes:

that UCU members hold diverse views

members need not agree with the views of any academic to support their right to express them within the law (note 2)

civil engagement with reasoned argument and empirical evidence is a foundational value of HE, and essential for democracy.

HESC resolves to:

re-affirm our commitment to academic freedom in research and teaching, and to the right of academics to participate in political debates

condemn the blacklisting and abuse of academics for exercising their academic freedom and lawful rights.

LOST

HE32A.1 Higher education committee

Add at end:

reaffirm that the rights of trans people and women are complementary

reaffirm the right of minority groups to self-identify

recognise the importance of the central involvement of trans, non-binary people and women in sex/gender studies/debates and campaign for the resources for this

calls for joint Women's/LGBT+Standing-Committee session at Cradle to Grave conference and guidelines with Women's/LGBT+ standing committee input on gender self-identification and cis women's and trans rights enhancing each other.

CARRIED

HE32A.2 LGBT+ members standing committee

Add to resolves to iii and iv:

condemn any harassment of feminists and/or trans people for expressing views on sex, gender and gender identity;

construct spaces in which gender diversity can be explored through respectful dialogue underpinned by solidarity with all oppressed groups and the promotion of unity in action by women and trans people in the face of attacks on either group.

Conference notes that REF2021 is having a major impact on university staff and that universities are consulting staff on codes of practice for research assessment. Staff need to question the selection process, equality impacts and real time allocated for research and scholarly activities.

Conference resolves that HEC will consult with members to produce minimum requirements and standards for local UCU branches to use in negotiating codes of practice and other REF issues with their management. These should address:

no detriment to the employment status and terms and conditions of staff not returned in the REF

equality impact assessment on how members in the various equality strands will be affected by institutional plans

stress risk assessment, with particular reference to workload intensity, due to the pressures of the REF

the removal of publications from REF submissions for staff who have been made redundant by their university.

CARRIED AS AMENDED

HE36A.1 Higher education committee

Second paragraph, first sentence, after 'consult with members to produce', delete 'minimum standards'; replace with 'essential and desirable standards'.

End of point numbered 1, add 'and the negative impacts on individuals, departments and research'.

Add at end:

appropriate measures for including staff carrying out interdisciplinary research and creating an environment conducive to interdisciplinary research.

CARRIED

Substantive motion

Conference notes that REF2021 is having a major impact on university staff and that universities are consulting staff on codes of practice for research assessment. Staff need to question the selection process, equality impacts and real time allocated for research and scholarly activities.

Conference resolves that HEC will consult with members to produce essential and desirable standards for local UCU branches to use in negotiating codes of practice and other REF issues with their management. These should address:

no detriment to the employment status and terms and conditions of staff not returned in the REF and the negative impacts on individuals, departments and research

equality impact assessment on how members in the various equality strands will be affected by institutional plans

stress risk assessment, with particular reference to workload intensity, due to the pressures of the REF

the removal of publications from REF submissions for staff who have been made redundant by their university

appropriate measures for including staff carrying out interdisciplinary research and creating an environment conducive to interdisciplinary research

HE37 No REF submissions for redundant staff - University of Glasgow

Conference is concerned that the ability to include staff who have been made redundant in submissions to the REF increases vulnerability of staff and the risk of casualisation. Some universities have agreed polices to protect staff.

Conference instructs HEC to campaign for

employing institutions, possibly through UCEA, to agree not to return submissions of compulsorily redundant staff.

call on UCU to name and shame institutions abusing the REF process and to highlight good practice.

CARRIED

HE38 REF2021 and redundancy - Open University

Conference notes that the UK HE funding bodies have bowed to pressure to allow universities to submit the work of former staff who have been made redundant in the REF2021.

If this decision is not reversed conference asks the HEC to use Freedom of Information requests or other suitable means to find out which institutions do so, and to name and shame offending institutions.

Notwithstanding UCU policy opposing REF and the fact that REF is unfit for purpose, conference notes that REF2021 submissions and codes of practice must ensure specific considerations relating to equality and diversity. Institutions are required to demonstrate their selection processes are compatible with equality legislation and have been subject to an Equality Impact Assessment (EIA). Codes of practice must also include a statement on how the institution supports its fixed-term and part-time staff in relation to equality and diversity.

This conference resolves to ensure that institutional REF2021 equality statements are not mere lip-service to the REF2021 guidance but are clearly demonstrated in the selection processes and support provided to women employed with the sector.

provide policy and guidance to branches for monitoring REF codes of practice and required EIA in their organisations.

REMITTED

HE40 REF and performance management - The University of Manchester

Conference notes:

universities' internal REF planning aims to prepare for REF 2021, a goal which is distinct from fostering high-quality research

as part of this planning, universities are unilaterally introducing new measures of performance management and contract changes, which are not agreed processes

relevant issues were the subject of a conference on 7/12/2018.

Conference believes such practices violate existing agreements and, when this results in reduction or removal of research roles, constitute a threat to the UK's research capacity and weakens research-led teaching.

Conference resolves to:

circulate outcomes of the conference to branches for use in local actions

improve support for members at risk from formal and informal REF-related performance management, and enforced contract changes

gather evidence and assess the need for a campaign of industrial action.

Industrial action (paragraph 9.1)

Conference notes the limited progress in delivering meaningful action through the national bargaining machinery on national priority issues like casualisation, the gender pay gap and workloads.

Conference also notes that UCU's strategy of continuing to push these issues nationally while coordinating and supporting work to drive improvements at local level has produced a series of successful local agreements on all these issues that deliver real improvements for our members.

Conference reiterates national priority status of these issues and calls on HEC to:

accelerate work to support and empower our branches to pursue local claims in relation to casualisation, the gender pay gap and workloads

ensure that bargaining guidance and campaign packs are worked into appropriate training resources

ensure the delivery of branch briefings and training events tailored to these priority issues

ensure that agreements and success stories are shared and publicised the union.

REMITTED

Local disputes (paragraph 10.1)

HE42 International branch campuses in the Middle East - University of Birmingham

HESC notes that:

UK universities continue to open international branch campuses overseas despite violations of human rights and restrictions to academic freedom.

the detention and murder of students studying at UK universities, as illustrated by the cases of Matthew Hedges (UAE) and Giulio Regeni (Egypt), and other students and academics in the region

the University of Birmingham has failed to negotiate with UCU on the opening of their Dubai campus. This included implementation of new staff policies and the effective de-recognition of the union on the new campus.

HESC resolves to:

advise all members to 'Boycott' the University of Birmingham Dubai campus. This is not industrial action, but an exercise of our academic freedom.

instruct the HEC to work with MENA Solidarity, human rights organisations, and other trade unions to campaign for LGBTQ+ rights, workers' rights, and academic freedom on any new international branch campuses in the Middle East.

REMITTED

HE42A.1 University of Liverpool

Add the following two points.

UCU to send resource and support to branches dealing with international branch issues.

UCU to develop a toolkit in collaboration with MENA where possible to support branches dealing with the development of international branches and with members based in international campuses.

HE42A.2 LGBT+ Members' Standing Committee

Add to HESC notes that:

LGBT+ staff experience discrimination. Repression is everyday reality for many LGBT+ people globally

university practices that compromise LGBT+ rights undermine people's work and lives.

Add to HESC resolves to:

call on universities to consistently implement LGBT+ equality vigilantly promoting and protecting rights when working with and within other countries no less than in the UK

with LGBT+ MSC produce guidance about working where LGBT+ is illegal and raise awareness of LGBT+ equality and human rights violations internationally.

New paragraph, HE funding, after paragraph 10.1

HE43 Augar review and the future of HE - University of Brighton Grand Parade

Conference notes the widespread belief that the Augar Review will recommend a lower student fee, and denial of funding to students with low Level 3 grade profiles.

Conference believes this:

betrays an ignorance of the disjunction between level 3 and 4 performance, and the nature of higher learning

would set back widening participation, rendering HE a minority privilege

would create funding crises for many HEIs, with job losses and even closure for some

requires public campaigning, joint UCU action with SUs and NUS, including UCU industrial action, to defend the sector.

Conference instructs the HEC to:

coordinate action by branches fighting job cuts and closures, and seek solidarity action from all branches

position such action as the defence of higher education, and access to it

jointly sponsor a national defence convention with CPU and CDBU and NUS to build support for resistanced. organise a national demonstration before any Parliamentary vote.

REMITTED

HE44 Halt the changes to DSA - Disabled members standing committee

Disability Student Allowance (DSA) was introduced to provide equality of opportunity for disabled students in higher education. In 2014 the government announced its plans to modernise DSA citing that the current system was outdated.

Since then there have been several controversial changes made to DSA. These include:

a compulsory student contribution of £200 DSA equipment a before it will be supplied

retraction of funding for lower classified non-medical support roles

minimal funding for specialist transcription services

removal of DSA funding for specialist accommodation

reduced computer peripherals and accessories funding.

Conference believes that these cuts have served to be an attack on the most vulnerable of learners as they are unlikely to be able to subsidize the changes.

Conference resolves to:

join with NUS and DPOs to gather evidence of the impact of DSA cuts

step up pressure to end the £200 equipment charge.

REMITTED

New paragraph, Governance, after paragraph 10.1

HE45 Improved governance at universities in England and Wales - University of Reading

Conference notes that universities in Scotland are enhancing staff and student representation in their governance following the passing of the recent Act. No such changes are currently proposed in England and Wales. The decision making bodies at most universities, such as Senate, often pay lip service to accountability by allowing the election of staff members to key committees, but those members are then rendered unaccountable to those who elected them by invoking confidentiality.

Conference resolves:

to instruct the NEC to carry out surveys of all universities in England and Wales to establish which currently elect staff to their key decision-making bodies

to identify which of these permit those staff to be accountable to the wider staff community

to publish findings on governance in order to support branches who are fighting for better practice.

REMITTED

HE46 Governance crisis in HE - Open University

Conference notes that 2018 and 2019 have seen several vice-chancellors and other senior figures in English universities resign under a cloud.

Conference believes these cases testify to the failure of a model of governance and of HE finance in which universities are run as businesses.

While each case has been different, common features have been a history of bullying and unacceptable pay differentials, and all have caused damage to their institutions and to higher education. Warnings by staff and unions that something was going seriously wrong have been ignored too often.

Conference asks HEC and its appropriate sub-committees to develop proposals for early warning systems as well as pressing for reform of HE governance and finance.

Conference also notes that the law may have been broken in some cases, and that the resignation of one or two senior figures should not prevent prosecution of those responsible.

REMITTED

New paragraph, International staff and students, after paragraph 10.1

HE47 Fight for the rights of international workers and staff - University of Warwick

HESC notes that:

in light of heightened and rather polarised discussion of policies on immigration in the UK; rising visa fees; increased monitoring by the Home Office, and uncertainty over EU colleagues as Brexit nears, there is widespread concern as to whether universities are supporting international staff and workers

UCU activism during the USS strike led to the Home Office adding legal strike action to the list of exceptions to the rule on absences from employment without pay for migrant workers, showing that UCU activism can improve the lot of all workers.

HESC resolves to:

issue a public statement on the need to address the issues faced by international staff and workers

encourage all UCU branches to create international staff working groups to start addressing issues relating to increased monitoring; rising visa and NHS surcharge costs, and the impact of the EU Referendum.

REMITTED

HE48 Supporting international students threatened with deportation for fee shortfalls - UCU Scotland

Conference reaffirms policy on free education and against exorbitant fees to international students.

Conference condemns exclusion from education and deportation of international students unable to pay the full fees.

Conference instructs UCU to work with NUS and local student unions to:

obtain data on the numbers of international students excluded and deported/voluntarily repatriated due to fee short falls

draw up an agreement to be negotiated with universities to prevent the exclusion and deportation of international students on grounds of fees.

Conference calls on branches to negotiate the implementation of this policy.

Conference instructs the UCU to put pressure on government to support international students and prevent exclusion and deporting on grounds of fees, including by:

making funding available to cover fee shortfalls.

putting pressure on universities to sign agreements not to exclude students with fee shortfalls.